Acknowledgement:

We are really grateful because we managed to complete our Human Resources Management
project within the time given by our lecturer Mam Maria Taimoor. This Assignment cannot
be Completed without the effort and co-operation from our group members. And we are very
grateful to our parents who have provided us all the Resources required to make this project.

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 Table Of Content

Introduction of Company……………………………………..4

Vision..………………………………………………………….4

Mission.…………………………………………………………4

Organisational Chart…………………………………………..5

Business of Organisation………………………………………7

Human Resources Department………………………………..9

Hierarchy of HR………………………………………………..10

Activity of HR…………………………………………………..11

Communication and Reporting Channel……………………..11

Documentation and Operation of HR………………………...11

Job Analysis…………………………………………………….11

Recruitment and Selection……………………………………..12

Orientation and Training………………………………………12

Performance Appraisal…………………………………………12

Compensation Plan……………………………………………...12

Health and Safety………………………………………………..12

Career Development…………………………………………….13

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INTRODUCTION:

Alpha Evolution Enterprises Private Limited is a company registered under the company act
of Security Exchange Commission of Pakistan. It is duly registered by the Drug Regulatory
Authority of Pakistan with all valid documentation to import and export any product related
to health care system in Pakistan.

VISION:

Our vision is to be a leading pharmaceutical company in Pakistan and to become a

significant global player by providing high quality, affordable and innovative solutions in
medicine and treatment.

MISSION:

Our mission is to launch innovative global products related to health care system in Pakistan
and to provide general public with latest global concept of modern healthcare system and to
evolve healthcare system in a better way for healthier society

ORGANIZATIONAL CHART:
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 Sayed Ahsan Shah
CEO

Usman Khawan
Harris Shair M.Ehtisham
Rasheed Baba
Sales and Market Finance Departmetn
Departmetn Business Decelopment HR Department

CEO AND DIRECTORS OF THE COMPANY.

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BUSSINESS OF ORGANIZATION:

 Products:
Company is importing and exporting following products:
 Are-fed 250/500 mg

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  Vein probe
 1st Kool
 PSI band.
Are-fed:
Are-fed is the oral chelator that provides continuous 24 hours protection against
oxidation damage to body tissues caused by chronic iron overload due to repeated
transfusions with a single duty dose.
Vein Probe:

Vein Probe is a hypodermic vein detection imaging apparatus combined with

specialised supplement light. It is mainly used to assist injection, sampling and infusion
procedures. It is also a well-defined role in cosmetic surgeries assistance.
1st Kool:
Heat stroke is a serious problem and needs extreme attention, 1st Kool can be used to
protect against this problem. High grade fever especially in children affects many children,
by applying 1st Kool, it can reduce body temperature up to 8 hrs.

PSI brand:

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 PSI Bands are drug free, reusable, water proof and FDA cleared management option for
morning sickness. In addition to morning sickness due to pregnancy PSI bands are also
recommended to be used in motion sickness, as a combination with anti-emetics to treat
nausea due to chemo therapy as well as nausea and vomiting due to anaesthesia.

 Customers:
There customers are NGO’S who give free medication of thalassemia which include
private and Government hospitals. The hospital give tenders and company codes if they win
the tender they gives supplies all over the Pakistan. They also deals with the foundations who
gives free medications to the people.

 Target market:
Our target market are those doctors who are HEMATOLOGISTICS they deals with the blood
related diseases.

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HUMAN RESOURCE DEPARTMENT:
Human resources is the set of folks that make up the team of workers of an agency,
enterprise zone, enterprise, or economic system. A narrower concept is human capital, the
know-how and talents which the people command. Similar terms include manpower,
exertions, employees, associates or definitely: humans.

HIERARCHY OF HUMAN RESOURCE DEPARTMENT:

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 Haris Shair
Manager

Adbullah
Javed
Assistant Manager

ACTIVITY OF HR DEPARTMENT:

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HR department employee’s activities and functions include vacancy announcement through
different channels e.g. Personal relations and via newspaper if needed. Moreover they do
hiring and firing of employees. They also evaluate Performa’s and make proper reports
accordingly and give the increments too.
 A human resources manager has numerous capabilities in a employer decide the
desires of the workforce/personnel.
 Decide whether to use temporary workforce or hire personnel to fill those wishes.
 Decide do's & don'ts.
 Recruit the nice personnel teach personnel and improve their gaining knowledge of
understanding.
 Supervise the paintings.
 Compare the work. Establish 'field work way of life' within the employer.
 Keep away from politics within the workplace.
 Apply 'hr software' for the benefit of work within the organisation.

COMMUNICATION AND REPORTING CHANNEL:

Communication and reporting is done through WhatsApp group, emails and
telephone calls. Moreover if we want to appreciate someone we use the medium
of WhatsApp. We don't have such specific format we use WhatsApp. We call weekly
meetings in which we evaluate the performances and we discuss the weekly
shortcomings and upcomings of the previous week and make an action plan accordingly. 

DOCUMENTS AND OPERATIONS:

We perform the activities and functions include vacancy announcement through
different channels e.g. Personal relations and via newspaper if needed. We call weekly
meetings in which we evaluate the performances and we discuss the weekly
shortcomings and upcomings of the previous week and make an action plan accordingly. 

HR PRACTICIES FOLLOWED:
Hr department do following practices:

 Job Analysis:
We Select Employee by usually giving Adds usually on the basis of personal references. We
hire someone who is known to us and we ask them about their qualification that is bachelor's
(needed) we count their experience and prior those who have degree in biology and pharmacy
and select them.

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  Recruiting and Selection:

In recruitment or selection process we give Adds usually on the basis of

personal references. We hire someone who is known to us and we ask them about their
qualification that is bachelor's (needed) we count their experience and prior those who have
degree in biology and pharmacy and select them.

 Orientation and Training Process:

Our Orientation training process is about the introduction of the company

which is conducted by the HR manager. He tells the brief structure and policies of the
company. The trainings are done every quarter in which directors give trainings to the new
comers and pharmacist assist him as many of the medical terminologies are used so training
is done through pharmacist. As far as the training of management skills is concern it is given
by director or us higher the third party for this purpose.

 Performance Appraisal:

HRM function is that our employees visit many places and they charge the
expanse monthly they fill a form in which they give the details that how they managed to go
somewhere. We check those forms properly and then pay them the expanse accordingly.

 Compensation Management:

We Have 3 to 6 months Time of Probation in Which we observed all the

Employees and if they work According to our Requirements then we gave them different
benefits eg: 48 days paid holidays per Year and if there Position is as Manager then we give
them a Car and If they Work extra then We gave them 10% commission to motivate them.

 Health and Safety:

Health and safety condition's according to employees contain specific budget for
example If we give them the yearly budget if we give them the budget of 1lac he has to show
us the authentic prescription of the specific doctor and we'll pay them for the treatment of
himself and his family. We take the receipt and reinvest it. Performa’s suprasellar is done by
HR department too.

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CAREER DEVELOPMENT:

We evaluate the medium performance too. We have a specific agenda we judge people
according to their skills that who is good in communication skills, problem solving, situation
handling etc. and we also count the number of sales that who is leading or lacking, who has
opened new avenues or increment in the previous one. We evaluate all these things and
increase the pays accordingly.

SUGGESTIONS:

 For dealing with Recruitment and selection related issues they need to adopt a more
proactive approach
 Job analysis can be done with the help of job description and job specifications
 They make use of different types of training and development program.
 They also make use of different techniques to measure its employees performance
 They also designed different worker's compensation programs for its Employees.

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